The Culture Question: How to Create a Workplace Where People Like to Work Hardcover – March 5, 2019
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The authors of this book believe that people should be able to like where they work. When employees like the places they work, it’s not only good for their mental health and well-being, it’s also good for their organizations – both financially and otherwise. When we purposefully create respectful and inspiring workplace cultures, employees are happier, more productive, and more engaged.
By exploring six key elements that make up a healthy workplace culture, The Culture Question answers two fundamental questions: “How does your organization’s culture impact how much people like where they work?” and “What can you do to make it better?”
Discover how to create a workplace where people like to work by focusing on these six elements of healthy workplace culture:
Communicating Your Purpose and Values. Employees are inspired when they work in organizations whose purpose and values resonate with them.
Providing Meaningful Work. Most employees want to work on projects that inspire them, align with what they are good at, and allow them to grow.
Focusing Your Leadership Team on People. How leaders relate to their employees plays a major role in how everyone feels about their workplace.
Building Meaningful Relationships. When employees like the people they work with and for, they are more satisfied and more engaged in their work.
Creating Peak Performing Teams. People are energized when they work together effectively because teams achieve things that no one person could do on their own.
Practicing Constructive Conflict Management. When leaders don't handle conflict promptly and well, it quickly sours the workplace.
This book includes survey feedback from over 2,400 leaders and employees and resources for putting these ideas into action.
The Amazon Book Review
Book recommendations, author interviews, editors' picks, and more. Read it now.
--Dr. Tasha Eurich, New York Times best-selling author, Insight and Bankable Leadership
''Wow! I love this book. It hits the mark on balancing theory with practical strategies and real stories. The emphasis on empowering people at all levels in a values-based organization inspires me as a leader to pursue the ongoing development of our work culture''
--Sherry Baum, Executive Director, Community Living Dryden-Sioux Lookout
''Step one: put down your management theory textbook. Step two: read The Culture Question. Step three: become a better leader.''
--Dale Toews, Chief Administrative Officer, Rural Municipality of Stanley
About the Author
- Publisher : ACHIEVE Publishing (March 5, 2019)
- Language : English
- Hardcover : 240 pages
- ISBN-10 : 1988617081
- ISBN-13 : 978-1988617084
- Item Weight : 15.2 ounces
- Dimensions : 6 x 1 x 8.75 inches
- Best Sellers Rank: #185,408 in Books (See Top 100 in Books)
- Customer Reviews:
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These programs may indeed help create fun and productive organizations such as Bain & Company, In-N-Out Burger, Boston Consulting Group, LinkedIn, and Google. However, as the four co-authors point out , "the reality is most of our workplaces do not have the resources to implement these sorts of programs" such as complimentary food courts, fancy buildings, free massages, and foosball tables.
"The good news is that, while these types of perks may be nice, they aren't actually necessary for attracting productive and committed employees who enjoy their work and are loyal to their organizations. Instead, the key is building a healthy workplace culture." OK but how?
Grieser, Stutzman, Lebun, and Loewen wrote this book in order to answer that question. Most of the information, insights, and counsel they provide can be of incalculable value to leaders in almost any organization, whatever its size and nature may be. As the book's subtitle suggests, they explain how to create a workplace where people like to work. That is, a workplace culture within which personal growth and professional development are most likely to thrive. For me, that is the ultimate competitive advantage in any marketplace. Those who comprise the workforce become evangelists at a time when, on average, less than 30% of employees in a U.S. company are actively and positively engaged. The other workers? They are either mailing it in or actively undermining the company's success.
If a workplace is viewed as a living organism, its health is measured by the vital signs of its culture. Do you know how healthy your organization is? In the Resources section that Grieser, Stutzman, Lebun, and Loewen provide, you'll find "Cultural Health Assessment" (Pages 216-218). It is referenced on Page 164 in Chapter 8. These are the other Resources:
o Reading Recommendations (202-206)
o Purpose and Values Questionnaire (208)
o Sample Interview Questions (209)
o A Guide for Building Consensus (210-211)
o Conflict Transformation Guide (212)
o Conflict Management & Respectful Workplace Guidelines (213-215)
o Culture Change Guide (217-218)
Although brief, these mini-commentaries offer remarkably specific and substantial observations and suggestions. The same can also be said of the material that Grieser, Stutzman, Lebun, and Loewen insert throughout their lively narrative, such as a "Questions for Reflection" section at the conclusion of Chapters 1-8 as well as checklists, step-by-step action sequences and processes, and "Survey Statistics" and "Survey Responses" from their wide and deep research. This is indeed an evidence-driven book.
There is no need for a "spoiler alert" in this brief commentary now because I am not going reveal what Randy Grieser, Eric Stutzman, Michael Lebun, and Wendy Loewen recommend in order to achieve strategic objectives such as these: communicating purposes and values, providing meaningful work, focusing the leadership team on people rather than on profit or productivity, building meaningful relationships, creating peak performing teams, practicing constructive conflict management, and changing culture. A separate chapter in the book is devoted to each of these.
I do, however, want to express my hope that those who read (and hopefully re-read) this book then make a best effort to apply relevant lessons learned to making their own workplace environment much healthier. Perhaps it is a small company or a department within a larger one. Perhaps it's a division or C-suite of a much larger corporation.
Also, I presume to offer three specific suggestions, based on more than four decades of real-world experience. First, think and communicate using first-person PLURAL pronouns. Next, when interacting with others, spend at least 80% of the time listening and observing. Finally, do everything you can to help others succeed and consider that a privilege, not an obligation.
Let's have Theodore Roosevelt provide the last word: "People won't care how much you know until they know how much you care."
This book goes into great detail about the types of employees a Manager is going to come face to face with and how to work with that particular type of individual. It tells a Manager how to make these different styles work as a team instead of just individuals doing their own job. It makes the work place better for all involved.
It makes a Manager look at themselves and decide if maybe they should change a few things about themselves. It gives the Manager a chance to look at themselves and see if they are actually effective in their job.
I think that this book should be Required reading for Managers in all types of business because it works in all types of businesses. If nothing else Owners should buy it for a gift to their Managers to make them stronger at their job and maybe more effective.
I work for a global company that is currently spending over $500k on organizational consultants on how we can work better together. Our leadership isn't buying in and staff just roll their eyes and feel they're wasting time. We'd be ahead if we bought 2 cases of this book and have leaders discuss each chapter over 6 months. The lessons here hit the mark because they are practical and clear. The book gives you resources you can use with your team, it's a workshop manual, not a book!